50 Ally Executives 2018
Chief Operations & Technology Officer
Bank of America
Cathy is an outspoken advocate and ally for LGBT+ rights globally, always looking for ways she can leverage her influence and position to help foster an inclusive culture around her. As the LGBT+ Pride Ally Program Executive Sponsor at Bank of America, she believes the ally community is critical to creating an inclusive environment for LGBT+ colleagues. The LGBT+ Executive Council, which Cathy also sponsors, is focused on increasing the engagement of more out at work leaders at the company. The Council also includes an executive mentorship program that aligns LGBT+ executives with LGBT+ protégés. Externally, Cathy is spearheading Bank of America’s involvement with Harvard University’s Council on the Responsible Use of Artificial Intelligence. She is passionate about using artificial intelligence to help eliminate human bias from the hiring process. She also advocates for Bank of America’s partnerships with Lesbians Who Tech, Out Leadership, Time Out Youth and The Trevor Project. She has previously been recognized as an Ally of the Year by Out & Equal, recently was honoured as the Most Powerful Woman in Banking by American Banker for the second year in a row, and is one of Working Mother Magazine’s Top 50 Most Powerful Moms.
CEO JP Morgan Brazil
JP Morgan Chase
Jose is the Executive Sponsor of the JP Morgan LGBT+ BRG in Brazil, which was the first bank to launch an LGBT+ BRG 5 years ago. He actively participates in events, including speaking at the annual LGBT+ brunch hosted before the Pride parade in São Paulo in 2017 and 2018, before marching in the parade with his daughter. Externally, Jose championed the idea for a public statement that called on all Brazil Presidential Candidates to come out in support for LGBT Inclusion. In the end 32 companies and NGOs signed onto the statement who jointly employ more than 100,000 people in Brazil. As part of the publication of the statement, Jose conducted an interview where he stressed that Diversity & Inclusion is part of the culture of all the companies signing on. At the Out & Equal Brazil Forum in 2017, Jose took part in a panel at an executive breakfast on the topic of LGBT Allies. He also delivered one of the plenaries to all 4,000 attendees of the Out & Equal Workplace Summit in Philadelphia in 2017, the first non-US C level executive to address the Summit in its 20 year history.
President & CEO
Greg is a passionate and active ally for the LGBT+ community inside and outside of Aon. On behalf of Aon’s 50,000 colleagues, he is proud of continued recognition as an OUTstanding Executive Ally and Stonewall Diversity Champion, and of the firm’s 100 rating from the Human Rights Campaign’s Corporate Equality Index for 11 consecutive years. In 2018, Greg led Aon in signing the UN LGBTI standards of conduct for business, and spearheaded the launch of Aon’s global “I’m in” campaign, which encouraged colleagues to demonstrate their dedication to driving a culture of inclusion. He also advocated for Aon’s top 200 leaders to incorporate D&I objectives into their 2018 goals. Under Greg’s leadership, Aon provides health cover for those with gender dysphoria in the U.S., and recently introduced this cover for UK colleagues. He has also helped to strengthen support for the LGBT+ community through the Aon Pride Alliance, sponsoring events every month all over the world in support of the LGBT+ community, including presentations, networking events, and film showings. Externally, Greg helped found LINK, a professional network for the insurance LGBT+ community in the U.K., and was keynote speaker at their first event.
Chairman and Senior Managing Director India
As a vocal LGBT ally and advocate, Rekha drives Accenture in India’s commitment to support the community. This includes ensuring equal opportunities for recruitment, career progression, professional development and benefits. They are among the first organisations in India to provide trans-health benefits, including Mediclaim for sex re-assignment surgery, individual consultation therapy sessions, and medical insurance coverage being extended to the partners of LGBT+ community. She has widely communicated the purpose of the LGBT PRIDE programs at internal and external events, raising awareness and helping build an extensive network of members and allies, across India and other Accenture geographies. Externally, Rekha hosted a day-long workshop called Trans-Action: Creating Trans Inclusion at Workplace. The workshop aimed at providing a holistic understanding of the challenges faced by the Transgender community. She was also involved in a widely successful #InclusionStartsWithI campaign on social media, with close to 1800 employees from India signing up as LGBT allies in the two months of this campaign’s tenure. Rekha featured in LinkedIn India’s Power Profiles lists in 2018, and on Business Today’s lists of Most Powerful Women in Business in India for three years in a row.
Director & CEO
Jean-Laurent considers that creating a respectful environment for all employees, including the LGBT community, is a fundamental component of any successful organisation. His activities have included updating the BNP Paribas Code of Conduct so that it refers to all criteria of non-discrimination, including sexual orientation and gender identity. He made this a mandatory training session for all employees globally. BNP Paribas Diversity policies have been also reaffirmed in the agreement signed with UNI Global Union related to fundamental rights at work and the establishment of a global social framework. BNP Paribas was a top sponsor for the recent Gay Games in Paris. BNP Paribas participated with the largest delegation of over 230 participants from 15 countries. During IDAHOBT, Jean-Laurent also played a strong and centralised role in ensuring BNP Paribas reiterated its determination to combat discrimination in all forms against LGBT+ people. He signed the L’Autre Cercle commitment charter setting out best practice for combating discrimination based on sexual orientation or gender identity. He led the initiative for BNP Paribas to be a founding signatories of the United Nations LGBT Charter, and played a central role in ensuring that BNP Paribas were a member of the Out&Equal Workplace Advocacy Group.
Executive Vice President, Chief Patient Officer
In 2016 Gregg served as executive sponsor of an effort to assess Gilead’s work improving diversity and inclusion. In this role, he led a team that analysed data and made recommendations, resulting in the addition of “Inclusion” to the company’s core values. He was then asked to serve as the executive sponsor of Gilead’s LGBTQ + Alliance. As part of this, he advocates for resources, promotes Gilead’s attendance at Pride events, and chairs LGBTQ+ employee events. Gregg has advocated for policies that directly impact LGBTQ+ employees, including expanded leave coverage for adoptive parents, expansion of mental health resources, and health benefits in the U.S. that are trans* inclusive. For the past 20 years, Gregg has worked in HIV/AIDS. He has had the opportunity to meet with LGBTQ+ groups who have been disproportionately impacted by the virus – but also by stigma, bias and persecution. This has resulted in conceiving, designing and leading international and domestic programs that embody Gilead’s credo of “access to treatment for all.” This year Gregg also received the American Liver Foundation 2018 Salute to Excellence Honoree – for efforts to expand access to hepatitis B and C medications for those in need around the world.
Mark has long been an advocate for the beneficial role that business can play in society and has spoken publicly about the fact that valuing diversity is not just the right thing to do, but is also critical for business success. Under his leadership Aviva has focused on developing an inclusive culture, introducing an ally network and a new trans policy. Aviva also introduced a new policy of equal parental leave, giving parents eligibility for the same amount of paid and unpaid time off, regardless of gender, sexual orientation, or how they became a parent. Mark was a member of the Business and Sustainable Development Commission and sits on the Advisory Board of the EAT Foundation (which advocates for a sustainable global food system). He is a member of the Development Board of the Royal Foundation for The Duke and Duchess of Cambridge and The Duke and Duchess of Sussex and is a Non-Executive Director of Blackrock.
Mark stepped down as CEO of Aviva in October 2018.
President, Growth Platforms & Technologies
The Dow Chemical Company
As global advisor to Dow’s LGBTQ+ and allies Employee Resource Group, Larry is spearheading the drive to move allies – 90% of the ERG’s 4,000+ members – to advocates, as equipping allies with the tools and training they need to become active advocates can have a substantial impact within Dow and outside the company. Larry has shared this message beyond Dow, recently participating in a panel discussion with SAP at LinkedIn headquarters. He was instrumental in expanding the ERG, launching the first Asia chapter in Shanghai, a chapter in Tel Aviv and one in Mumbai. In June of this year, he was a panelist at EMERGE, Dow’s first all-ERG conference, attended by 500 employees from all job levels from 30+ countries. Externally, he continues to speak out against Texas Senate Bill (SB) 6, the “Privacy Protection Act.”, sits on the PFLAG board, actively fundraises for LGBTQ+ causes, and lends his voice as a business leader and citizen through public speaking and social and traditional media. He played a leading role in Dow’s presence at the Summit Pride Connection in Mexico City 2018, and represented Dow at the Mexico City launch of Human Rights Campaign’s 2017 Corporate Equality Index.
Peter has been the leading force behind Bloomberg’s diversity and inclusion efforts. He has tasked the company’s business leaders with the development and execution of business-specific plans focused on the recruitment, development, and retention of diverse talent. He leads D&I Town Halls for employees, and mentors a new cohort each year of 12 individuals who represent diversity across several dimensions, including gender, sexual orientation and ethnicity. He is an advocate for all Bloomberg employee resource groups, including BPROUD, Bloomberg’s LGBT & Ally Community, which has 9 chapters and more than 1,500 members around the globe. Peter has also been a vocal champion of LGBT employees internally and externally, advocating for safe working environments for colleagues around the globe, and serving on the Out Leadership Global Advisory Board for four years. Bloomberg is an active member of Stonewall and recently received a score of 100 on HRC’s 2018 Corporate Equality Index.
King & Spalding
Jules has taken an active role in mentoring senior LGBT associates championing them within the firm. She helped organise diversity and bias training for the London office, and has personally sponsored the initiatives and activities of the firm’s Pride network, leading to the hosting of a Pride event for the entirety of the London office. Externally, Jules has helped draft the Diversity Charter for a global technology company’s legal team, co-authored an article for HR Magazine on why inclusion is key for corporations, and appeared as an expert on a podcast for People Management Magazine on the importance of Pride and LGBT inclusive workplaces. She has been quoted in the press as saying “Every employer has to answer this question – am I creating an environment in which my employees can be their true and authentic selves?” Jules also served as a founding board member of the P3 (Proud Professional Parents) Network.
Group Chief Executive
Since becoming Group Chief Executive of Schroders in 2016, Peter has pioneered a four-year diversity and inclusion strategy which each of his senior leadership team drives in their areas, complementing employee-led inclusion networks. Schroders has an active LGBT+ network, and was one of three asset managers who officially marched in London Pride. Schroders celebrated Pride with events including a talk on being an LGBT+ ally and a performance by the London Gay Men’s Chorus; and adapted their brand to display a rainbow Schroders lens on the London and New York office front doors. Schroders is a Stonewall Diversity Champion and sponsors of EurOUT, Europe’s largest MBA LGBT+ conference. Peter has revamped policies to become more LGBT+ inclusive – the dress code is now gender-neutral and all family-related policies use neutral terms to be more inclusive of LGBT+ families. Schroders also launched its first Trans policy this year. Externally, Peter Chairs the Investment Association; and sits on The Takeover Panel and advisory boards of the Diversity Project, CFA and CityUK. He ranked ninth on the FT’s HERoes champions of women in business list. Peter has been listed on Debrett’s Most Influential 500, and a finalist of FN’s Chief Executive of the Year.
Since becoming CEO of Eversheds Sutherland (International), Lee has personally led the firm’s diversity and inclusion strategy and, in particular, its support of LGBT+ colleagues and allies. In October 2017 he headed the relaunch of Perspective, the LGBT+ employee network, with a series of firm wide events and initiatives. Membership has since increased by over 1000%, and for the first time the network has expanded outside of the UK to include Hong Kong, Paris, Munich and Dublin. Most recently, he announced the introduction of the firm’s first ‘Transitioning at Work’ policy and guidelines to formalise their approach to supporting colleagues who wish to transition. Lee is Eversheds Sutherland’s external LGBT+ ambassador, and the firm has co-hosted five gender identity and intersex public training courses with a:gender and Acas. He also hosted a CBI LGBT network event, sharing the stage with The Rt. Hon John Bercow MP, Speaker of the House of Commons, and Carolyn Fairbairn, Director-General of the CBI. Their speeches focused on the role of both parliament and business in changing the landscape for LGBT+ people.
Northeast Regional Managing Partner and Americas Vice Chair
In addition to leading more than 12,000 professionals in one of EY’s largest regions, Rich Jeanneret also serves as the Americas Executive Sponsor of Unity, the EY LGBT+ professional network. He supports the strategy of 50 Unity chapters across the Americas, which impacts thousands of EY professionals who are connected to the LGBT+ community. He recently spoke on Capitol Hill in support of a desire to propose US legislation to enforce workplace protection for LGBT+ Americans and led EY US’s commitment as the first Big Four firm to support the Human Rights Campaign Business Coalition for the Equality Act. He has participated on a number of panels, including OUT Leadership summits, and has spoken to over 1,300 professionals as the co-presenting sponsor of the 2018 National LBGT+ Chamber of Commerce Conference. He co-led EY US’s commitment to Freedom for All Massachusetts, a business coalition advocating support of a ballot initiative to uphold discrimination protections for transgender people throughout Massachusetts, as well as supported EY’s sponsorship of Billie Jean King’s World Team Tennis organization. Personally, in the last few years, Rich has been advocating for transgender rights after his son came out, often sharing his family’s story to promote LGBT+ inclusion.
Chief Marketing Officer
In his 14 months at TSB, Peter has already implemented an extensive range of initiatives to champion LGBT issues. He sponsored and helped deliver the TSB Trans Guide in 2017. This concise booklet aims to elevate the issue of gender identity, dispel misconceptions and encourage an even more inclusive corporate culture at TSB. He has been instrumental in the development and distribution of rainbow lanyards in all TSB workspaces. The lanyards constitute vibrant outward signals of support for the LGBT community. Since Peter joined TSB, 8,500 rainbow lanyards have been distributed. Peter has taken part in a number of external LGBT events, including the Schroders Senior Management Breakfast hosted by SchOUT, Schroders’ LGBT+ Society. At this event, he spoke about TSB’s approach to diversity and inclusion, and how this approach helped the bank to meet its business objectives. In February 2018, Peter was shortlisted as one of the top ten corporate allies for the British LGBT Awards, and was a recipient of the Marketing Academy Mentor Award 2018.
Sue is one of the only female CEOs in a traditionally male dominated industry. A firm believer that diversity is much more than gender, Sue works to highlight the importance of diversity of experience, thought and culture – ensuring every colleague feels valued and able to achieve great things because of, not in spite of, their differences. M&S Bank’s D&I Board was established under Sue’s direction, and inclusion is something that’s on the agenda at every level of the business. They have introduced gender neutral titles, gender neutral toilets, and are the main sponsor of Chester Pride. The business has an ongoing programme of events to nurture inclusivity, such as dedicated sessions on Trans Inclusion on Trans Visibility Day. Sue uses her employee intranet blog to role-model an inclusive environment and encourages support from LGBT colleagues and allies across the business.
Externally, Sue has also talked about the importance of inclusive leadership and diversity at business events, including the Northern Powerhouse Great Exhibition of the North, reaching Board level colleagues in the business community more broadly. She has also talked passionately and publicly about the importance of inclusivity in a number of titles, including Harper’s Bazaar.
Executive Vice President, General Counsel and Secretary
At Hyatt, the company purpose is, “we care for people so they can be their best,” and diversity and inclusion are key components of this. In Spring of 2018, Margaret became a Co-Executive Sponsor of HyPride, Hyatt’s business resource group for LGBT+ colleagues. Through her role on the company’s senior leadership team, she is able to advocate for issues of importance to LGBT+ colleagues and takes active steps in shaping the company’s policies. She has been directly involved in elevating discussions and efforts around Hyatt’s support of LGBT+ people, both as colleagues and hotel guests. Externally, as a committed ally, Margaret has directly supported several fundraising activities and community-based efforts to raise awareness for issues unique to the LGBT+ community.
Chief Marketing Officer
Hannah is currently in her ninth year as executive sponsor of State Street Global Pride and Friends, the company’s employee resource group focused on championing State Street’s LGBT employees around the globe. She was instrumental in expanding Global Pride and Friends beyond the US by establishing 19 chapters, and supported the 2016 launch of the Global Ally initiative across State Street to advance better understanding and awareness of LGBT colleagues and encourage LGBT inclusion. She also championed the implementation of fertility benefits for same sex couples, and moderated a “Coming Out at Work” panel for employees to discuss the challenges and benefits of LGBT employees bringing their whole selves to work. Externally, Hannah served as President of the Board of the Women’s Lunch Place – one of the few homeless shelters in North America that welcomes transgender people who identify as female. She was instrumental in State Street joining the Massachusetts LGBT Chamber of Commerce in 2018 as a Corporate Founding Sponsor, and was a key advocate for State Street’s active engagement with and financial and volunteer support for LGBT organizations, including AIDS Action Committee, Fenway Health, GLAD, HRC, MassEquality, PFLAG, and Pride in our Workplace.
Chairman, Asia Pacific
As a Global Executive Co-Sponsor of the OUT & Allies Network, Ryan works to raise funding for external memberships, mentors LGBT+ leaders and engages with the network to discuss initiatives. He also represents the LGBT+ community at BlackRock’s Global Executive Committee, and works on advancing equality – from compensation and leave to employee policies and recruiting – setting about identifying and addressing internal LGBT-related gaps. Through advocacy and engagement via events on a broad array of topics, such as transgender challenges to same-sex parenting, he encourages LGBT+ colleagues to be authentic at work by instigating dialogue on LGBT+ inclusion. Externally, as a longtime supporter of the LGBT+ cause, Ryan was a signatory of the 2012 amicus brief supporting marriage equality, which went to the U.S. Supreme Court and eventually overturned the Defense of Marriage Act. He has also discussed LGBT+ inclusion as business case with peers on various occasions, such as the Out Leadership CEO’s Dinner and followed by a broader dissemination of content showing the benefits of pro-LGBT+ workplaces.
President of Citigroup
Jamie has co-lead the LGBT+ affinity since a revamp of Citi’s D&I efforts in 2017. He is committed to developing an equitable and inclusive culture for Citi’s LGBT employees, and has helped to make strides in key priority areas such as recruitment, culture, self-ID, brand, community and advocacy. In 2018, as an ally and under his co-leadership of the PRIDE affinity, Citi signed the Masterpiece Cakeshop, Ltd. v. The Colorado Civil Rights Commission amicus brief and implemented two employee training modules for our colleagues for LGBT Ally Training and LGBT Inclusion, and is piloting mentoring and reverse mentoring programs to help accelerate inclusion both inside and outside of the workplace orientation. Jamie has also engaged with the LGBT+ network to discuss their experiences and identify areas where he can make a difference both internally and externally. As an ally and as a leader at Citi, Jamie is committed to push for LGBT civil rights across the globe and encourages colleagues to participate in efforts that boost awareness and access for LGBT colleagues, clients and communities.
Building on previous success, including the strengthening of the club’s relationship with principal partner Aon, and the launch of the club’s Pride Network, Richard has ensured that Manchester United remains a workplace that is welcoming to all, regardless of individual and protected characteristics. The Pride Network has gone from strength to strength, supported by the addition of an Executive Sponsor from within his own team. Additionally, he has supported and empowered his people to encourage attendance at LGBT+ inclusion events, including the Stonewall Workplace Equality Conference and Rainbow Laces Summit, as well as working with The LGBT Foundation to deliver an educational workshop to the club’s Human Resources Department in order to upskill them to ensure they can support LGBT+ staff across the business. Manchester United is an active member of Stonewall’s TeamPride coalition, and the only football club to be so. Richard continues to provide advice and guidance to Stonewall to develop their influence as he supports their aim to ensure the sports industry is inclusive to all LGBT+ people. Through the club’s activities in this area, they directly supported 8 Pride Events across the country; promoting the club’s #allredallequal campaign and commitment to LGBT+ inclusion to 20,000 people.
Senior Vice President
Sharon’s has been championing actively LGBT inclusivity within the senior leadership team. This included adding the issue onto the agenda of 250 senior leaders in the UK as well as actively contributing to the executive leadership discussion on how to respond to the results of the Stonewall workplace equality index. She set out a vision for an inclusive workplace culture, with her internal blogs having a combined readership of 5,000. She also launched an internal campaign for colleagues to wear ‘rainbow’ and ‘trans pride’ lanyards to show that they stand together in the fight for LGBT+ equality. Additionally she set up internal work streams to push the needle on LGBT inclusion, and signed off on Pearson joining Proud Employers, meaning job opportunities at Pearson are promoted to the LGBT community. Externally, Sharon is the Executive Sponsor for the Stonewall ‘Creating an Inclusive Curriculum’ Guide. She then called for volunteers for an internal working group to plan how Pearson should update its own UK Secondary School educational resources to ensure they include LGBT issues. She is also overseeing a review into how they collect gender data from schools to make this truly representative for all.
As Chief Executive of Deloitte North West Europe and Deloitte UK, David is focusing on making Deloitte a place where everyone feels respected and included, and can be themselves wherever they work in the firm. In the UK specifically, they have delivered a number of initiatives over the last five years to engage all their people on the importance of respect and inclusion (R&I) at all times, and to equip all leaders to deal with behaviours that are counter to Deloitte’s values. These initiatives have included mandatory face-to-face workshops and the appointment of a network of R&I advisors to escalate issues. David also actively supports Deloitte’s LGBT+ network GLOBE, and has recently hosted a client at one of their senior client dinners. Externally, David has added his voice and Deloitte’s in support of marriage equality in Northern Ireland, joining a number of large businesses in an open letter to Government which was featured by the BBC and the Financial Times. He also spoke at Deloitte’s post-Pride event in Somerset House, addressing more than 100 people about the importance of London Pride.
UK CEO, Group CFO
David is a proud member of Credit Suisse’s LGBT Ally Program and is a vocal and enthusiastic supporter. He is a reverse mentee to Pips Bunce as mentor, being the first senior leader to sign up to the program. He has worked with the Co-Chairs of the LGBT & Ally Network, and the D&I team, on the introduction of HR monitoring, ensuring funding was available for HR system development. He also encouraged the entire CS Group Board to sign-up to the LGBT Ally Program, and supported the introduction of LGBT Ally Lanyards for employees, and is proud to wear it publicly himself. Additionally, David featured in a video with CS Chief Human Resources Officer celebrating Pride, published internally but also externally through social media discussing the importance of LGBT Inclusion. He has been involved in the support and organisation of a number of internal events to promote a culture of inclusion within CS. He regularly posts content in support of LGBT related causes (e.g. TDOV, IDAHOBIT), and has included LGBT Ally News / Events in CEO updates. Externally, when Credit Suisse signed up to “myGwork” David provided a quote for the official public announcement.
Iain Conn, Centrica’s Group CEO is a passionate and vocal ally to the LGBT+ community. He has empowered the network to make real change in the business and, with his executive team and HR colleagues, has crafted a long term strategy to address all areas of Diversity and Inclusion. At network events and in online videos, Iain has spoken movingly about his own experiences supporting LGBT+ friends in the business world, and why creating an inclusive culture is so important to him. He is a key ally for Spectrum and the LGBT+ community at Centrica. Externally, Iain has spoken a number of times about why Diversity & Inclusion is so important to him. He recognizes how influential large organizations can be in driving positive change across the wider community, and ensures Centrica is pro-active in this space through charity partners and memberships. Under his leadership, Centrica won a ‘DiversityFirst’ award in North America, Bronze awards for Gender and Race diversity by Business In The Community, and last year they climbed over 100 places on the Stonewall Workplace Equality Index.
Chief People Officer
Under Neta’s leadership, Natural Intelligence is considered a pioneer in the promotion of LGBT+ rights for employees, and a leader of social causes in the local business arena. Natural Intelligence funds a grant for surrogacy for all employees – enabling same-gender couples to have children and build families. The company’s commitment to the LGBT+ cause is laid out in their Employee Onboarding Handbook. Neta talks about this issue in routine New Employees Orientation – sharing the company’s social commitment and its actions towards the promotion of LGBT+ rights in the workplace. The annual national Pride Week is an opportunity for celebration: pride flags decorate the office, and all employees, clad in pride-inspired t-shirts, gather for an event opened with a key speech – emphasizing the company’s commitment to values of equality and acceptance. Externally, with LGBTech, NI sponsored and co-produced a video, aiming to harness more organizations to sign the Israel Diversity Standard and declare their commitment to create an accepting, and respectful workplace for all employees, regardless of sexual and gender identity. Neta publicly took a stand for the community in the face of a controversial governmental decision that effectively denies gay men’s rights to have children through surrogacy.
Believing that diversity has long been a subject not addressed by the property industry, Chris continues to work on a focus on customers – not just staff and tenants but those that work, live, shop and play in British Land properties. Through the BL Pride Alliance, he has ensured the promotion of London Pride across the business, including having a rainbow version of the logo created for use throughout Pride month. Multiple British Land properties were also lit up in rainbow colours in support of Pride. He has hosted 2 “lunch & learn” events on the importance of being an Ally and the transition journey in the workplace. British and are also corporate sponsors of the Albert Kennedy Trust. Externally, Chris has participated in industry panels raising awareness of the importance of creating an inclusive and diverse property industry. He also sits on the Board of two industry bodies where he lends his weight to help drive inclusivity forward.
Executive Vice President, Global Customer Delivery
As an LBGT+ Ally, Jennifer continues to focus her efforts in two areas: visible advocacy and career coaching. She is the executive sponsor of Mastercard’s financial inclusion strategy for North America, and is a perennial at the New York and London Pride parades, marching alongside her Mastercard colleagues. She also lent her weight to UK Pride colleagues to push for LGBT-friendly changes to HR policies and documentation. These changes are important steps towards achieving a more inclusive workplace. This year, Jennifer also increased her mentorship of LGBT+ employees from 4 to 7, and continues to coach many more. Externally, Jennifer donates her time and expertise to organizations that help everyone. She is on the Board of Directors of the American Red Cross in Greater New York, and is also an active member, since founding, of the House of St Barnabas in London.
Chief Development Officer
Jim is the executive sponsor of Aon Pride Alliance, the global business resource group for LGBT+ colleagues and allies. He has worked to drive awareness the network outside of the UK and has raised the profile of LGBT inclusion in UK and European operations. Over the last few months he has been a trustee of Aon’s private healthcare scheme and was able to influence fellow trustees to implement cover for gender dysphoria for members of the Aon private healthcare scheme, and their dependents, from 1 July 2018. As part of his work with Aon’s senior leadership team, Jim devised a global Inclusion Charter for all colleagues, called “I’m In”, the purpose of which is to drive more visibility across the whole business, with badges and stickers very much in evidence, and encourage more individual responsibility for an inclusive culture. Externally, Jim has been working with Trans*formation exploring ways to challenge the provision of support for gender reassignment care within the UK healthcare industry. Following hosting of the ‘LGBT in Sport’ conference in February 2016, Aon has continued to support the Rainbow Laces campaign through the Team Pride initiative, to help drive awareness of the importance of LGBT inclusion in sport.
Director, Sky Mobile
Three years ago Sophia became senior sponsor of Sky’s LGBT+ network. She met with Stonewall, agreed a programme of activity to improve the LGBT+ experience at Sky, set up a Programme delivery board, secured funding from Sky’s CEO for UK & Ireland, and oversaw delivery of a wide range of initiatives. These initiatives included both internal activities such as providing support to LGBT+ employees, building a strong Allies network, promoting the LGBT+ network, and creating all-inclusive toilets, as well as external activities. This year the network has recruited champions across the business who have taken responsibility for celebrating all key moments in the LGBT+ calendar. Additionally, Sophia secured funding for Sky’s sponsorship of Pride, the Attitude Awards and the Icon awards, with Sky expanding their presence at Pride, with Sky employees now marching at 9 locations across the UK and Ireland. She oversaw the re-branding of the LGBT+ network, with the tagline “Just Be”, and secured funding to broadcast adverts on Sky channels during Pride season, reinforcing the need for everyone to be able to just be themselves, to all of Sky’s customers.
Matt is responsible for developing and delivering Virgin Money’s ‘Everyone’s Better Off’ ambition to be a welcoming place to work for all, where everyone is equally engaged. They annually deliver a “Summer of Pride” campaign, sponsoring and supporting 20 Pride events countrywide to enhance attractiveness to the LGBT+ community as an employer. In the last year he has overseen initiatives that have made Virgin Money a Stonewall Top 100 employer, improving by a record 279 places. He also reported LBGT+ representation in the company annual Report for the first time, in order for progress to be tracked in years to come. He actively role models within the company, mentoring and supporting Affinity Group events. Externally he supports diversity and inclusion, speaking at numerous events on being an inclusive employer and role modelling being an effective Ally, including Marsh MacLennan, Inter Law Diversity Forum, and the CBI Conference.
EY Japan TAS Leader
For Vincent, creating a respectful environment for all employees is a fundamental prerequisite for any efficient and successful organization. He has established a D&I committee which he works closely with, including a dedicated work stream for raising awareness of LGBT+ inclusion. He has also implemented an unconscious bias workshop for partners and staff, and tasked one of D&I committee members to conduct an LGBT+ foundation training to help employees understand the basic knowledge around LGBT+ members and the community. Additionally, he gave an opening speech at the LGBT+ session for D&I week in EY Japan. He proactively participates in LGBT+ events which are organized by the LGBT+ ERG in EY. Externally, he has marched with his family in the Tokyo Rainbow Parade and shown commitment to all activities and events, encouraging employees to get involved.
Chief People Officer
Sarah’s ambition is to develop Aviva’s D&I strategy to ensure the workforce reflects their increasingly diverse background, with a suitable LGBT strategy for each of their markets. With a robust and growing LGBT Pride Network in place, Sarah proactively sponsored the ‘Allies’ aspect of the network which has over 5000 active and visible allies across many markets. Last year she implemented a new Equal Parental Leave policy. It enables any parent employed by Aviva to be eligible for the same amount of paid and unpaid leave regardless of gender, sexual orientation or how they become a parent. She has also pushed her team to provide more support to employees, their families and customers through their revised Trans* Policy and the Trans Ally network. Externally, Sarah talks passionately about the need for “whole life balance” and Aviva are continuing to build a truly inclusive workplace for LGBT employees. She also speaks regularly to senior executives on the icons and rituals Aviva uses to demonstrate the importance of creating a truly diverse and inclusive environment to ensure all employees feel comfortable in the workplace.
Chief People Officer
Danny is the Exec ally for Mpride, Metro Bank’s LGBT+ network. 10% of colleagues have joined Mpride, and in 2018 they participated in London Pride as well as Brighton, Canterbury, Eastbourne and Reading, and flew the rainbow flag in store windows during Pride. Recently she has co-hosted events with speakers such as Joanne Lockwood and Gena Denham. Metro Bank is fully inclusive; from its colleague and customer processes and policies to including single sex couples in e-learning case studies and imagery. Externally, Danny proactively shares Mpride activity and other pro LGBT+ news and developments on social media platforms such as Twitter and LinkedIn, which achieve high levels of engagement and positive responses internally and externally. She has written a couple of LGBT+ ally articles on LinkedIn and partnered with CMS to support them with their own in-house Pride campaign, providing her perspective on what being an ally is all about. She is a frequent attendee at LGBT+ inclusion events and seminars, and is a mentor to two LGBT+ individuals. Danny has been shortlisted as a ‘Most Influential’ HR leader by HR magazine for the past three years.
Managing Partner for Talent, Deloitte UK and North West Europe
Emma has driven Deloitte’s approach to Respect & Inclusion, including commissioning the multi-award winning film ‘Ask Yourself…’, and ensuring that 6,000 of their most senior leaders participated in hard-hitting inclusive leadership workshops. Over the past year she has been championing Deloitte’s trans inclusion policy and hosted the highly impactful Beyond the Binary event, which brought together 200 Deloitte colleagues and clients to focus on trans and non-binary awareness. She is also actively supporting Deloitte’s involvement as a founding member in a newly established cross-firm junior LGBT+ network – a positive step to create peer to peer networks across the LGBT community. Emma has worked closely with LGBT+ colleagues to ensure that the Deloitte presence at Pride across North West European locations was something to be proud of. More recently, she actively supported the signing by Deloitte of the pledge for marriage equality in Northern Ireland. She has also been awarded various accolades for her work, including Women in Finance Ambassador Award 2018, and being ranked 2nd in the Accountancy Age Women in Finance listing 2017.
Global VP People
Having been the LGBT+ executive sponsor in SABMiller Plc, Ollie was asked to be the global sponsor for the LAGER (Lesbian and Gay + Everyone Respected) ERG, by the founding members. This year, they have managed to arrange for the Chief People Officer to be on the panel at the Economists Pride + Prejudice event in NY; they sponsored NY Pride with the Bud Light brand and had 200 colleagues march in the parade; and they raised the visibility of the LAGER ERG through a series of events in the company, including having the CEO sign the AB InBev rainbow flag, which was then broadcast to 175,000 colleagues around the world. Externally, Ollie is a regular mentor and has been active on social media and in the press to advocate for LGBT+ equality, not only in the workplace, but also in society. For example, after the shootings in Orlando, he talked extensively to trade press to speak out against homophobia and LGBT+ prejudice and to call for change from within the alcohol industry to remove these threats. He has also worked with NGO’s and NFP organisations such as the Human Dignity Trust to understand LGBT+ issues in Africa.
Freshfields Bruckhaus Deringer
Georgia is a champion of LGBT+ inclusion in the workplace and a staunch supporter of Freshfields’ diversity efforts. She actively encourages all staff to support Halo (the firm’s LGBT+ network) initiatives, as well as providing Freshfields sponsorship for important external events such as Pink Dot. She is also a fundraiser for the Transgender Resource Center. She regularly communicates with the firm’s partners and staff to remind them of Freshfields’ commitment to LGBT+ inclusion and a workplace free of discrimination. Since becoming Asia managing partner, she has used her influence to encourage other Freshfields offices to overcome any cultural impediments and adopt the same inclusiveness. She has advised, sponsored, attended and spoken at Freshfields events across the region, including those held to celebrate LGBT+ allies in the workplace. She encouraged Freshfields to join Lawyers for LGBT and Allies Network Tokyo, Hong Kong Gay and Lesbian Attorneys Network and InterAlia in Singapore, all of which promote LGBT+ equality. Recently, Georgia led the firm’s involvement in the attempted intervention in the landmark Hong Kong LGBT case of QT v Director of Immigration, in which the city’s Court of Final Appeal overturned the Hong Kong government’s discriminatory policy on spousal visa rights.
Chief Legal Officer
Laureen is the global sponsor of American Express’ PRIDE: LGBTQ+ Network. With her sponsorship, PRIDE has partnered with the Stonewall Community Foundation on a panel discussion about transgender identity. They also created an American Express ad featuring LGBTQ colleagues, which ran across social media channels and a variety of publications. The network recently hosted a PRIDE Global Summit to provide opportunities for the leads of their 13 global chapters to collaborate with executive sponsors and stakeholders to identify strategies and leverage best practices to drive the diversity dividend across careers, company and communities. In July 2018, Laureen moderated a discussion with Congresswoman Kyrsten Sinema, who serves as Chair of the LGBT Equality Caucus and represents Arizona, for American Express employees in Phoenix and New York. Externally, Laureen has been a strong supporter of the National Center for Lesbian Rights and hosted an event with Kate Kendall, Executive Director of NCLR in October 2017 titled: Driving Social Change: An Inside Look at Legal Issues in Courts Today. As an ally, in addition, Laureen spends significant time mentoring lawyers and women in general, sharing her support for diversity including the LGBT+ community and how championing it benefits the workplace.
CEO of BNY Mellon’s European Bank
The Bank of New York Mellon
Leonique has maintained her role as the EMEA Executive sponsor of BNY Mellon’s LGBT+ network, PRISM, for over 5 years. Under her leadership the network has seen huge expansion, almost tripling in membership and geographical presence in the last 3 years, from 2 chapters to 11 chapters, including: Brussels, Ireland, Luxembourg, and Poland, amongst others. She has used her platform as a senior leader with exposure and presence at multiple decision-making committees, to bring LGBT+ matters to the table and act as an ambassador for the group. In an effort to grow PRISM EMEA’s profile externally and further conversations around LGBT+ inclusion in continental Europe, she has leveraged her connections with clients to secure collaborative opportunities. Over the past year, she has facilitated panel events on this theme with a number of other companies, among which consultancy firms, banks and law firms. Leonique strives to empower LGBT+ professionals to take on leadership opportunities and has acted as a mentor and sponsor of developing talent both internally and externally.
Chief Risk Officer
For Stuart, his role as dbPride Executive Sponsor is central to his function as Deutsche Bank’s Chief Risk Officer and Member of the Management Board. Their goal is to build an environment where people feel safe to bring their whole self to work. In the last 12 months his sponsorship and advocacy has included enlisting the support of the Management Board colleagues in October 2017, to increase top level support for diversity and inclusion. He led Deutsche Bank’s celebration of IDAHOTB, and has increased awareness for LGBT+ inclusion during new graduate orientation and other town halls to highlight important work of dbPride and encourage all employees to participate. He also supported the establishment of the dbPride Allies programme in India, and the development of a robust Trans* policy to cover staff who wish to transition. Externally, Stuart is a regular speaker on LGBT+ inclusion, and often lends his voice to major cases of LGBT+ equality, such as sponsoring lobbying of the Australian government calling for marriage equality. He also signed the UN Standards of Business Conduct for Tackling LGBT+ Discrimination in the Workplace, and spearheaded Deloitte’s participation in the “Inclusive Cities” panel at the World Economic Forum at Davos.
Head of Global OEM Operations
Dan helps ensure all diversity dimensions, such as gender, accessibility, culture, generational and LGBT+, are championed for maximum visibility, success and impact. Dan has demonstrated incredible commitment to ensure LGBT+ diversity receives top mind-share, resourcing and support from the executive leadership level through to individual contributors – from keynote event speeches, sponsorship and mentoring of LGBT+ individuals, to sharing his personal journey to grow ally networks. Dan validates the true spirit of leading by example, exhibiting great enthusiasm to define and implement corporate diversity initiatives, such as the company’s LGBT+ Pride Month celebrations and LGBT+ specific diversity training, and LGBT+ leadership conferences. Widely awarded in previous years for creating spotlight opportunities resulting in a number of “firsts” for LGBT+ progress, Dan is also a member of BelonG To, The Human Rights Commission, the 30% Club, and Men Advocating Real Change (MARC). Microsoft has been a pioneer in workplace diversity. In 1993, it was one of the first companies in the world to offer employee benefits to same-sex domestic partners. Comprehensive Transition Related Health benefits are also provided. The company achieved a 100 percent score on the Human Rights Campaign Foundation Corporate Equality Index for over a decade.
Lloyds Banking Group
Suli is a passionate advocate for inclusion and diversity, and is Allies director for Lloyds Banking Group’s Rainbow LGBT+ network where she is on a mission to recruit, educate and activate ever more allies to help create a truly inclusive work environment. In 2017 she launched LBG’s first Allies guide and “Allies month” campaign. In 2018 this evolved further to include themes of ethnicity, mental health and LGBT+ families, and to emphasise the importance of LGBT+ “allies of each other” – resulting in many new allies and LGBT+ members joining the Rainbow network. As a visible role model she speaks at internal events, champions the use of “tell me anything” sessions and the Stonewall Allies course, and is an active member of Rainbow’s career mentoring programme. Externally, Suli was invited to speak at the Stonewall 2018 Workplace Conference about “empowering allies”, and has spoken at Legal sector and Insurance industry events; she also spoke about the importance of allies as part of Gaydio’s mental health awareness week campaign. She works with peer organisations to share best practice, ideas and challenges and run joint events; and is a Trustee of New Family Social, a charity supporting LGBT+ adoptive and foster families.
Managing Director, Legal & Compliance Division
Su-Ling focuses her inclusion activities on providing senior strategic leadership and employee mentoring within the Firm, and externally on issue advocacy, with a focus on LGBT+ inclusion. As chair of the Asia Legal and Compliance Diversity and Inclusion Committee for over five years, she has supported LGBT+ inclusion as a core mission. She has also acted as a consistent senior advocate for the Firm’s Pride and Allies Group since inception and IDAHOT, through the “Wear It Purple” campaign. A regular speaker on inclusion and allyship, she sponsored a series of presentations on LGBT+ rights across seven countries in Asia, and has provided training on these themes at internal conferences. She has sponsored a diverse summer intern scheme partnering with a local University and the Queer Straight Alliance. Externally, Su-Ling has led the Firm’s communications and outreach work stream for 2017’s Pink Dot Event, through active personal engagement with Firm leadership and internal networks. She also played a lead role in Morgan Stanley’s participation in an initiative by a group of 30+ financial institutions and law firms to submit an intervention petition to Hong Kong’s Court of Final Appeal in support of immigration rights for same-sex partners in the QT case.
Senior Director, Global Customer Services, EMEA
Annette is the Executive Sponsor of PayPal Pride and the Pride Ally movement. She proudly wears her Ally lanyard every day and proactively takes part in events and activities throughout Diversity and Inclusion Week. As Site Leader Annette hosts a monthly Culture Club and used one of these events as a ‘movie night’ to screen ‘The 32nd’ – a film about the Marriage Equality referendum – and interview two of its stars. She also fought to bring ‘Conscious Inclusion’, a 90 minute pilot training programme, to PayPal employees. Externally, Annette was part of the PayPal float at Dublin Pride and was a proud campaigner during the Marriage Equality Referendum.
Rebecca started her Ally journey by asking questions to educate herself; “What’s Q?” “Are our policies fair?” and sought coaching and advice from the LGBT+ network. She has since featured on posters showing support for LGBT+ colleagues; pushed HR to improve policies and benefits; removed barriers to improving Oliver Wyman’s Stonewall WEI score; rolled out gender-neutral graphics for client and internal presentations and accelerated re-branding toilets as gender-neutral. She also spoke at an external event “In This Together” sharing how she engages clients on LGBT+ topics. Her articles “Coming Out Day – The Role For Straight Allies” and “Fashioning A New Dress Code” (on gender expression in the workplace), were both published in the Huffington Post. In 2018, she also published “Empathy and the straight white man” and spoke at an event “How to be a great ally in 2018.” Rebecca is the 2018 recipient of the ‘Pink Panther’ award for Europe – an internal award issued by the internal LGBT+ network at Oliver Wyman, recognising outstanding contributions to the network.
Chief Executive Hong Kong and APAC Chief Administrative Officer
Sammi’s commitment to diversity and inclusion has emerged from her experiences of exclusion based on gender and race. She has served as executive sponsor for Asia Pacific’s (APAC) LGBT+ Network, PRISM, since its launch as the PRISM Ally network in 2014, and its subsequent evolution into PRISM in 2015. She is also a champion of PRISM activities and events, both as an active participant and a senior voice for the community. She has led BNY Mellon’s involvement in the Pink Dot event held in Hong Kong. Through Sammi’s efforts, the APAC Chairman joined last year’s event and shared his thoughts on the importance of LGBT+ inclusion via an internal blog. In 2017, she also co-sponsored the hosting of the Uncovering workshop run by Professor Kenji Yoshino, at the Tokyo office. The workshop focused on ‘covering’, where minorities actively mask elements of their identity in order to fit in to the perceived mainstream ideals. Externally, Sammi attended the Community Business LGBT+ Workplace Inclusion Index Award ceremony, and encouraged senior leadership attendance at the OUT Leadership Asia Summit. Under her leadership, BNY Mellon has participated in the Community Business LGBT+ Inclusion Index and was a Community Business’ 2018 LGBT+ Ally Award finalist.
Bringing relevant and impactful insurance products to the LGBT+ community, delivering a respectful customer journey where people don’t have to “come out” and raising awareness in financial services industry as a whole is what Heidi’s role is all about. A significant initiative this past year has been Emerald Life’s corporate benefit partnership programs, where not only are products made available to employees but education and awareness training sessions are conducted. She is also proud of an historic, UK first: Emerald offers travel insurance where people with HIV do not have to declare their medical condition if they are undetectable and on stable meds. Heidi works extensively with Positive East as a personal contributor, speaker and organiser/fundraiser. She is also a participant and sponsor for DiveIn, and does a lot of public speaking and advocacy work. Emerald is also the main sponsor of Winter Arts Pride, and won the Ethical Financial Services Provider of the Year in November 2016.
Being the Executive Sponsor of both the Pride and Allies Networks, Jane led the development of the Pride strategy with the Pride Committee. This focuses on a number of areas, including developing a reverse mentoring program, pairing Pride Committee members with Executive/Senior Management to ensure a deeper understanding of the challenges faced by LGBT+ employees and working with them to increase communication/initiatives in the LGBT+ space. She has also run an inter-firm LGBT+ themed Allies event, aimed at building awareness of the need to be a visible Ally and initiated the development of a focus session on anxiety for LGBT+ employees. Jane has been a board member of the National Skills Academy for Financial Services since 2016, an employer-led charity working with the UK Financial Services Industry. One of the mission statements of the charity is to contribute to the improvement of the diversity of the workforce in the financial services sector, offering training in the D&I space. Jane received the 2018 State Street UK Ally of the Year award from the Pride Committee.
Group Organisation & People Development Director
Over the last 10 years at Vodafone, Sharon has maintained a strong focus on ensuring LGBT inclusion in a number of ways, including sponsoring the set-up of the first LGBT+ network at Vodafone. She has supported their CEO in embracing LGBT inclusion as an area of focus, and created the role of Exec sponsor for LGBT, initiating the development of a global Executive sponsor network across 14 countries. She personally mentors a number of young LGBT people, both internally and externally. She also leads on a high profile annual Pride event at Vodafone, with over 1,000 colleagues joining from around the world, including from markets where being LGBT is illegal. As a result of sponsoring the largest international research studies on LGBT youth, Sharon is personally championing a number of initiatives at Vodafone, including LGBT+ inclusive messaging on job adverts, a global ’buddying’ programme for LGBT+ graduates so that they have the opportunity to speak to someone before joining Vodafone, and induction and leadership training programmes to support, retain and help attract LGBT+ employees.
Head of Customer Interactions
Susan is Executive Sponsor of Embrace, Santander’s LGBT+ network. In this role, she is able to set the tone from the top reinforcing that sexual orientation should not be a barrier to employment or progression. The network has hosted and participated in numerous events, internally and externally, to raise the profile of Santander as a LGBT+ friendly employer. She brought visibility to the challenges faced by transgender colleagues and (with her support) profiled a colleague who went through a gender reassignment procedure in 2017. This led to the successful launch of a Gender Expression & Gender Identity Policy for Santander, to provide guidance and best practice for colleagues going through similar procedures, and their teams. In addition, she is advocating for the inclusion of transgender treatments within employee private medical insurance. The Embrace Network has supported the Diversity Role Models initiative, and they currently have 12 volunteers who visit community schools to share their stories and raise awareness of the LGBT+ community to help prevent homo, bi and transphobia. Susan has been featured in articles for both Diva and MyGWork magazines, and was named in the British LGBT+ Awards as a Top 10 Corporate Straight Ally.
Global Head of Content
Tara has led the development of Wunderman’s LGBTQ inclusion initiatives, starting with an inaugural LGBTQ event in the NY headquarters in 2017, which she curated and moderated, including a mix of internal and external speakers. This established strong momentum and a template for other offices, with a number subsequently replicating similar events locally, under Tara’s guidance. This year, during Pride Month, she led a video discussion that was shared with all 10,000 employees globally, exploring the origin and meaning behind Pride Month and why it’s important for people and organisations to care about this movement. Externally, Tara has worked with a number of LGBTQ organizations that address a range of issues, from promoting LGBTQ diversity in the workplace, to addressing HIV/AIDs concerns, to raising general awareness and providing mentorship to LGBTQ youth. She organized a successful fundraiser in New York in partnership with the Australia Marriage Equality campaign ahead of their important vote this year, and has consulted regularly with the CEO and boards of cause-based organizations such as Abzyme (developing an HIV vaccine). She regularly writes her own thought leadership on the industry, and contributes to publications as an expert.